Please enable JavaScript.
Coggle requires JavaScript to display documents.
Recent Compensation Review (Compensation Psychology (pay satisfaction…
Recent Compensation Review
Firm
practices
high performance
strategic orientation
diversification strategy
outsourcing
HR practices
unionization
HR practices
gender and race
worker displacement
other characteristics
employee ownership
firm size
firm size/human capital interaction
profit orientation
information intensity
ability to pay
predisplacement wage levels
firm turbulence
Environment
industry
productivity
union activity
employment share
injury risks
federal and state public sectors
business environment
unionization
unemployment risk
expected inflation
environmental uncertainty
global competition
technology
economic factors
legal environment
layoff legislation
state health insurance regulation
airline and railroad deregulation
prevailing wage laws
arbitration statutes
immigration reform
FLSA
minimum wage
Job and Group
job factors
job worth
job traits
job attributes
supervisory responsibility
shift work
computer usage
job tasks
job requirements
job contingency
contract labor
job centrality
job seniority
job payment methods
job reengineering
job changes
job displacement
wage instability
promotions
group factors
group size
lack of quality measures
lack of management participation
Race and Gender
wage gap by gender
external labor market strategies
family importance
education
affirmative action
productivity
promotions
access to power
marriage
children
training
mentoring
negotiation skills
wage gap by race
occupational choice
productivity
education
labor force attachment
employer monitoring
English fluency
job tenure
experience
employment
job search
layoffs
promotions
performance ratings
full-time wage premiums
union wage premiums
mobility premiums
earnings instability
career length
employment contacts
Individual
behavorial
social skill
task performance
contextual performance
helpful behaviors
lateral moves
proactive personality
leaves of absence
cigarette smoking
career gaps
experimental
tenure
education
school grades
training
language proficiency
past injuries
breadth of experience
mentoring
social ties
developmental assignments
military experience
individual characteristics
sexual orientation
mental illness
long-term disabilities
spouse having the same employer
being native born
weight
age
working spouses
Individual Outcomes
pay level
lower turnover
greater job acceptances
changes in gender roles
greater perceived success of experienced workers
incentive pay
job satisfaction
greater performance (quantity not quality)
less turnover for high performers
greater employment stability
less absenteeism
greater risk taking in decisions
fewer OCBs (for employees low in value alignment)
greater wage procyclicality (being coupled with economic cycles)
higher levels of depression
greater creativity performance
greater unmet job expectations (in work teams)
less willingness to quit
more somatic complaints
Compensation Psychology
pay satisfaction
life satisfaction
gender
referents used
unionization
firm type
turnover intent
positive affectivity
professional tenure
tier status
commitment
career stage
organizational citizenship behaviors
measurement issues
motivation
individual incentives are positively related to work motivation, but the strength of the relationship is overestimated and it may reduce intrinsic motivation in certain specific situations
meaning of money
demographic
attitudinal
behavioral variables
psychological reactions to compensation
favorability toward utility analysis
applicant attraction
job choice decision making
employee attitudes
commitment
perceived organizational and informal support
job and family satisfaction
leader/member exchange
organizational attraction
meaningfulness of pay increases
collectivism’s affect on reactions
time allocation
Organizational Justice
equity (distributive justice)
equity sensitivity
performance
job satisfaction
intent to leave
equity outcomes
performance
job satisfaction
turnover
reward allocations
physical health
psychological health
burnout
job search intent
equitable performance standards
procedural justice
perceptions of distributive justice
pay plan understanding
plan effectiveness
organizational commitment
job satisfaction
intent to stay
performance
innovative work behavior
organizational citizenship behaviors
moderated by psychological contract breach
supervisor trust
relationship frequently being moderated by gender
ethical issues of compensation
compensation-related variables
commissions
incentives
equity sensitivity
theft
various business ethics variables
misrepresentation
self-sacrificing
ethical intentions
ethics programs
moral development
Firm Outcomes
pay
organizational performance
negatively related to pay dispersion—moderated by individual incentives and interdependence
positively related to skill-based pay
costs
negatively related to overtime use
financial impact
related to pay level
sales growth
positively related to pay level
quit level
negatively related to pay level
health and safety improvements
positively related to pay level
hiring highly qualified employees
related to pay level
ability to learn from other firms
positively related to similarity of pay practices
quality
positively related to skill-based pay and team pay
individual incentives
sales
customer satisfaction
profit
performance
revenues
group incentive plans
division incentives
gainsharing
stock-based and profit-sharing plans
employment variability
performance convergence
performance
strategic orientation
interdependence
organizational structure
product type
bonuses
continuous improvement orientation
new product development
investor reactions
firm survival
Benefits
benefit satisfaction
age
race
transaction cost factors
procedural and distributive justice
actual and anticipated benefit usage
benefit choices
desired benefits
task interdependence
less withdrawal behavior
less turnover
greater organizational commitment
factors
firm objectives
cost
unionization
employee characteristics
wages
expected benefits
benefits
flexible plans
unemployment insurance
pension plan types
family friendly benefits
workers compensation
health insurance
disability retirement
early retirement plans
outcomes
retirement wealth
economic wage pressures
worker mobility
search activity
productivity
firm performance
turnover